Randstad Canada HR Blog

Young workers, as you venture forth into the world of work you are armed with many things: your degrees or diplomas, fresh ideas (lots of them), work ethic, networks (social and personal) and your work experience.

Take stock of what experience you have and expand on it with projects, personal references and storytelling. Discuss your professional and educational journey and walk your resume readers through these five facets of your work experience:

Promote your skills and certifications: When you leave school you will leave with more than one piece of paper – you will leave with skills. What can you do? Who has trained you to do these things? Remember to discuss the skills you use to complete work in detail in your experience section. Breakout what tactics you’ve used in your work. Better yet, if you have any certifications that prove you are proficient in a method or with a tool be sure to highlight that in your resume.

Include all of your work experience: Whether it was a Co-Op placement, or a temporary position, your experience matters. You ability to conform to corporate methodology and practices is important especially if you have management experience. What training did you receive how many people did you manage, what did your teams achieve? Just because it wasn’t your dream job doesn’t make that experience irrelevant it is a matter of story-telling. You need to look at the job description and funnel your experience through its lens.

Get recommendations, include quotes: Whether it is with former employer, colleagues, professors or volunteer managers ask for recommendations on Linkedin, they help. You can even use them in your resume. When someone says something about you, that comment has a lot more strength than when you say it about yourself.

Break out your project work: Include insight into projects that you worked on, not in terms of tasks, but accomplishments. Describe what the projects’ objectives were, how you helped the team achieve them and what the end results were. This way you share more value.

If, while you visit the company’s website, or read about the industry, you have some ideas, interesting questions or suggestions why not share them? Without pretending that you can solve anything, as at this point you don’t have the full picture, at least you can show that you are curious and creative!

Include your blog: Depending on the role you are applying for, showing employers that you are active digitally and are experienced at building out your own personal audience shows people a few things. One, that you understand tone knowing how to shape content and messaging in a successful effective way and two, that you have web and social media skills, very much valued but today’s employers.

Companies are looking for you, they need to bring you in to become the next generation of leaders, experts and specialists.

When you get to the interview stage it is your time to weave a web through these five factors. Connect the dots between your work experience, your studies, the networks and communities you participate in. Showcase how you have grown and learned through the relationships that you’ve developed with past managers and companies. Explain how the skills you have learned can be useful to the organization, give concrete examples and share your ideas. Employers are looking for bright, well-rounded young workers, so show off your enthusiasm!

I have experience. Lots of experience acquired throughout 15 years of experience in the field. If I was asked to describe my experience without any constraint, my resume would be a 10-page essay. Front and back.

This is the challenge for experienced workers: how can you talk about your professional background while displaying the skills that really matter?

Here are questions you should ask yourself when sharpening your resume:

What is this job description asking for?

Read the job description a few times, and write your resume to align with that description and so that you are placing relevance on the projects or work experience that demonstrate your ability to perform the tasks described in the job offer. For example, if my resume features my public relations skills, as they reflect my current role, but I want to apply to a marketing role, I will put the projects I have worked on that are relevant to that field on top, above the others.

What new experience and results do I have to share?

Outside of a copy edit and a design refresh you should add something new to your resume every time you update it. You have new project results, new responsibilities and they are your most important. Remember the adage from the newspaper industry you are only as valuable as your last article.

How has the industry changed since I last updated my resume?

For some industries three years is a lifetime. Think of what it meant to marketing when Facebook started, or how technology influences the engineering or manufacturing industries. Employers expect professionals to have a certain knowledge of these new developments and to be able to adapt. Does your resume reflect those changes and if it doesn’t, what risk does that pose? Have you participated in training sessions, webinars, conferences? Your current role has incorporated new developments and your resume should reflect new learnings that you are expected to have maintained.

Who should I source as a reference to my new experience?

We may not always see it, but our careers evolve fairly quickly, and we often have drastic shifts in roles and activities. In your resume you showcase that evolution and your references should too. While a reference from three or four years ago can still be relevant, how do they know your current habits or professional development. The more recent a managerial reference is the more valuable to you they are.

What should I keep from my previous roles?

You need to showcase all of the years of experience you explore in your cover letter or LinkedIn profile. If you say you have 10 years of experience, you have to include at least a note of where you worked and over what period of time. That doesn’t mean you need to write half a page about a nine-month contract that wasn’t terribly eventful. If you have too many experience points to outline, showcase the best-of and include a sidebar timeline of your work experience to allow people to reference all of your past work.

Is the design of my resume holding me back? Through your resume, you only have six second to make a last impression, that’s how quickly someone can be disengaged to what you’ve written. The formatting of information can be integral to it being read effectively. Try to move people along in your resume from who you are to how you can help an employer as quickly as possible. To achieve this, include on top of your resume a keywords that allows the reader to grasp who you are and what you can do, as well as a little hints on your ‘’personal brand’’.

+ I have proven expertise in interactive content strategy + I have a creative mind and a structured, results-driven work method. + I have 8 years experience in communication program management. + I have received industry recognition awards for the quality and originality of B2B campaigns.

Use bullet lists, visual cues, alternate text blocks with quotes, stats on your results, recommendations, to make it visually appealing to the reader. Show a trend line in experience and be sure to organize your work chronologically, to show managers that you actually have all of the experience you’ve spelled out in your cover letter or objective statement.

Would I hire myself based on this resume?

Another test to work through on your resume is to think about the work you do today and then evaluate the information you have shared in your resume – do they align? Does the work detailed in your CV reflect the work you do now and does it encompass all of that you can do?

With years of experience, key skills and an extended network of professional colleagues, you are a highly sought after candidate. But employers do need to want to know more first. I recently reviewed my resume. I managed to keep in within 4 pages. How about yours?

Want some more tips on networking and job hunting, tweet at @RandstadCanada #WorkWithMe to learn more.

We talk a lot about employee engagement and what employers can do to ensure optimal production through optimal engagement. That repetition, by the way, is not accidental. The only thing wrong with that approach is it assumes employee engagement is a one-way street, when, really, it’s a two-way, fully integrated highway linking employer and employee, with on ramps for happy customers and special rest stations for investors. That’s how it should work, anyway.

What we’re suggesting here is that the onus for engagement is as much on the employee as it is on the employer. It’s a symbiotic, give-and-take relationship at its best. It’s the same kind of responsibility you have when you go to the theatre. There’s only so much the production crew and cast can do to ensure you have an optimal experience. The rest is up to you. If you’re chatting to your neighbor, checking email or snoring, you’re not only interfering with your neighbours’ ability to engage with the production, you’re impacting your own.

The same holds true for behavior and expectations in the workplace. By owning your engagement, you can enhance your experience and that of your co-workers, impact your company culture, increase production and look like a hero. When people are happy where they work they’re less likely to look around. Less frequent turnovers result in more stability, consistency, growth opportunities and more of what we all say we want: a work/life balance.

Maybe this sounds a little too precious, but consider this: Companies that actively engage their best employees attract other top employees who bring new skills, fresh faces and perspectives and elevate the company culture. They’re more likely to stick around for the long haul. That’s a measureable benefit to everyone in the organization. Who wouldn’t want to be part of an organization like that?

Here’s what you can do to enhance your own work experience and contribute to that of others:

Market your organization

Your organization’s first, best magnet for attracting and keeping great employees is you. You make the organization irresistible to potential employees by how you talk about and market it. We’re not suggesting you create a fairy tale, but do think about the things you really like about the company and tell others. If you can’t think of anything, your next stop should be a great recruiter.

Ask hard questions

What does engagement mean to you? How far are you willing to go to help make it happen? Do you see a desire for employee engagement reflected in your corporate culture and behavior? Once you’ve answered these questions, you’ll be better positioned to determine a strategy. If your organization isn’t into employee engagement, maybe they need someone like to you drive the initiative. Suggest opportunities for employee events, ways of rewarding and recognizing initiative and effort, or opportunities for your company to support community involvement. At best, you’ll awaken a sleeping giant. At worst, you’ll know you did what you could, add impressive skills to your resume and know what you’re looking for in your next job - a company that understands the benefits of an engaged workforce. What you’re doing is developing yourself as a leader so that when opportunity knocks, you’re right there to open the door.

Make yourself indispensible

You’re the boss of you. Drive your own engagement. Offer to cross-train to learn skills and processes inherent in other jobs. You’ll pick up new skills and be the person people come to when they need something done. You’ll increase your own productivity (can’t hurt when it comes to asking for a raise), be more autonomous and help co-workers who in turn will back you up when you need it.

Empower yourself

Most of us hang back and get by because it’s the path of least resistance. That’s the antitheses of leadership behavior. Instead of trying to stay below the radar:

Set measurable, quantifiable goals over quarterly, yearly and five-year plans.

Coach others.

Hone your skills and learn new ones.

Organizations where employees are empowered shine like beacons to customers and attract would-be customers, in the same way they attract potential employees.

Optimal engagement doesn’t mean you’re always going to get along with your coworkers, like your job or drink the company Kool-Aid. What it does mean is you’re going to have more chance of finding satisfaction in the considerable amount of time you spend working, greater appreciation of the diverse working population that makes up your colleagues and make a more significant contribution to the organization that pays you. Win-win-win. And that’s what it’s all about.

It’s fitting that this, the first article of 2016, comes on the heels of the loss of a huge pop and cultural icon, David Bowie. Love him or not, you can’t deny his impact over decades on people everywhere. His message?

Follow your own path and don’t be afraid to be who you are.

His message is our message with a caveat – we’re here to help you find and define that path.

How did you spend New Year’s Eve? I always approach it with conflicting emotions. I’m either glad or sad the year is winding down, and excited or anxious about the year to come. In my younger years, I’d be wondering what to wear, where to party, who to be with when the clock struck midnight. Now, I just hope I can stay awake.

It’s a magical time, those seconds leading up to, or - depending on your outlook - counting down from the place where both hands embrace the magical twelve, the moment you become a prince, a princess or a pumpkin.

New Year’s is an opportunity to clean house, a time for good hard looks. Maybe you’ve been thinking about changing jobs, careers, cities. Maybe there are skills upgrades you’ve been putting off or a resume you intended to update but haven’t gotten around to. If you think of New Year’s Eve as a point on a turning wheel, you realize that one complete revolution of the wheel is a year. While your position on the wheel stays the same, you’re seeing it from a whole different place. You couldn’t sit still if you tried. Stasis – the state of inactivity caused by opposing equal forces – is not an option. That’s because if the wheel turns, it has to move you somewhere, forward or backward. You get to choose. Where do you want to go?

If the idea of resolutions makes you cringe or fills you with guilt, think of what follows as suggestions for how to position yourself on the wheel so that, even if you only accomplish one or two items on your list, you’re always moving forward.

1. Get to know yourself. Determine your worth – that will go a long way to feeling confident in your abilities. Stand tall even when you don’t feel like it. Look at your capabilities honestly so you can say with certainty what you can and can’t do. Think about what you really want to do and start exploring the possibilities.

2. Establish or clean up your online presence. Make sure it’s professional. More and more job opportunities come via LinkedIn contacts. And pretty much every potential employer checks out your LinkedIn profile at some point during the hiring process. What does your LinkedIn profile say about you?

3. Target your job search. Go after opportunities you are qualified for and that you really want. No sense going after a data entry position if you’re a people person who thrives on interaction and collaboration. We spend the majority of our time at work; shouldn’t it be a job we enjoy?

4. Learn something new. Hard scientific data tells us that challenging our brains by learning new things, including languages, increases the brain’s natural neuroplasticity and affects the onset of diseases like dementia, often associated with aging, in positive ways. At the very least, lifelong learning affects our self-esteem by making us feel better about ourselves. If money’s an issue – and it is for most of us – check out courses through your local library or school board. Some local government agencies provide seminars and low-cost or cost-free training for job seekers who qualify.

5. Hone your existing skills or learn new ones. The best way to increase your salary is to increase your skills. Talk to people who’re doing what you want to do. Focus on opportunities for advancement and see what skills and education are required for those roles. Then start acquiring them.

6. Chat less, talk more. Technology is great; just don’t let it do all your communicating for you. Phone people – yes, the telephone, an antiquated piece of last century technology. Let them hear the inflections in your voice. A videoconference or phone call can really help create stronger and positive bonds in the workplace, especially when you have colleagues and partners working in different locations. Like the 1980’s AT&T commercial said, reach out and touch someone in a ‘let’s connect’ kind of way. Deciphering non-verbal communication – reading people’s signals – is a dying art. Anyone who can do it is leaps and bounds ahead of the competition. But you have to get face-to-face for it to work.

7. Hold regular meetings with yourself. You’re the boss of you. We are often so caught up in the nitty-gritty of our day-to-day that we often forget to see the big picture. Ask yourself questions that not only reflect your to-do list but help you evaluate your evolution. Am I on track? Did I learn something? Did I succeed at something? Did I fail at something and what did that teach me? Did I take a risk/step out of my comfort zone, and what did I feel/think/learn about the experience? Did I feel pride at my progress and how did I express that? Not only will questions like these raise your capacity for self-assessment, but you’d be surprised at how often these questions come up in job interviews.

8. Adapt. Life throws us curves. You can duck or you can learn how to catch and return. Your flexibility and adaptability will become increasingly important skills for employees of the future. Business, commerce and technology change with lightening speed. The organizations you interview need to stay well ahead of the competition; to do that, they’ll be looking for employees who can keep their balance and stay focused in the face of change.

If change makes your stomach knot, you’re not alone. You don’t have to throw everything out and start anew. In fact, that’s the fastest way to make sure your resolutions – or revolutions – don’t succeed. It’s simply not sustainable. Instead, pick one item and make small, manageable, bite-sized modifications. Once you’re comfortable, increase the size and scope of the changes. You’re expanding your comfort zone, which wasn’t never designed to be hard and fast, but elastic and expandable. You’ll find you’re better at this than you think and you’ll build confidence and self-esteem with each success. Step by step, day by day.

Through our Women Shaping Business program, we want to provide you with valuable insights that you can use to assess the leadership of women in your organization, evaluate your own professional career growth plan, and inspire you to reach out, connect and keep the conversation going.

With this in mind, Randstad Canada’s Leadership team invites you to submit a burning question you have on career development, mentorship, leadership skills, or any other topic around women in business. Submit your question using the form here and a member of our Ask Our Leaders panel will provide insightful advice to help you manage your career.

How can I play more of a strategic a role rather than focusing on the execution of tactics? Even if I learn to let go, when work does not get done I get dragged into actually executing the vision.

This is a very good question and, in my opinion, it's all a matter of balance! When climbing the corporate ladder, we often think we should spend most of our time on strategic planning. I think it is important to keep in mind that excellence in execution is just as important.

Every year, I dedicate specific time to define the key pillars of my strategic plan. In order to build an achievable strategic plan that translates into clear goals, I take a couple of days (sometimes weeks) to define what my goals are. Once that is complete, it is important to step back and look at the overall picture (I do this on a monthly and/or quarterly basis). It allows me to identify gaps and positive trends and to correct my course of actions, if necessary. It also helps to find the real problem behind execution issues.

Although I believe strategic planning and vision are important, I don't feel we should spend most of our time on it. A great strategic plan will not create great results if not well executed!

We want to know what is YOUR W Factor? What do you think makes you unique as a female leader? What challenges did you overcome to be who you are today?

Send us a blurb or short video of yourself (simply use your iphone) to womenshapingbiz@randstad.ca and we will share it on our social platforms. This is an opportunity for women from all walks of life to celebrate their uniqueness, share useful insights on their journey to become a successful leader, and inspire other aspiring female leaders.

Here are some examples from women at Randstad Canada:

"My W Factor is my results-driven, self-motivated nature for exceeding expectations. I have always been competitive with myself, and I try to push beyond my comfort zone as often as I can. To become better, it is a daily reminder to push yourself past the limits you may have made for yourself. Continuous daily reminders and improvements are very important, not only for your professional development but your personal growth as well."

Melissa Kwong Hing, Account Manager, Randstad Staffing

"I grew up with all boys. If you can imagine, a lot of competition and feelings of seclusion, so it makes sense that I always tried to be “one of the boys.” I never saw any activity, hobby, etc. being gender specific- I did it all. My knees were always scabbed from running around outside but I also loved my Barbies.

The whole notion of being “one of the boys” definitely helped me in the long run. Me trying to fit in as a kid combined with my competitive spirit has made me stand out while growing up. I have never necessarily looked at myself as a female leader but just a leader in general. I always surrounded myself with the top dogs with the goal of being the top dog, regardless of gender.

Also, my family always placed very high expectations of me but I would not have had it any other way. My brother once saw me going through the motions and said “don’t be a waste of potential.” For some reason, those six words have stuck with me for years now. I just demand a lot from myself, as everyone should. I know I can do it all so why shouldn’t I? My W factor is wanting of being the best."

Veerprit Dhaliwal, Resource Manager, Randstad Technologies

"My W Factor is my passion and ambition. Currently, I am the youngest employee of Randstad Technologies and my intrinsic drive and passion for people is what has gotten me here. I fast tracked through my undergraduate degree while working full time before joining Randstad Technologies. I have placed almost an equal number of men and women in permanent roles within IT which is something that I’m incredibly proud of. I am fortunate that I am able to assist others who are talented in their field without gender being a barrier that prevents them from achieving their goals. Whether it is a $20K salary increase, a change in career path, or the first job in Canada, assisting other people in achieving their dreams is what drives my passion and ambition further."

Kathryn Torangeau, Resource Manager, Randstad Technologies

"As a woman in leadership I have had to face challenging markets, employee turnover and many uphill battles. My W Factor is that I grow by reaching out to other women in leadership in our business whether as mentors or mentees. By doing this we share knowledge, best practices, lessons and business leads. We have a collaborative approach to Shaping the World of Work and build on each other's experiences. Whether it's a quick brainstorming session or a planned mentoring call these calls foster an environment that is safe but beneficial. I also have increased my network and built great relationships with many women in leadership at Randstad nationwide. Everyday I learn something new and I would like to think that I also teach others by sharing my knowledge and expertise. I provide encouragement to the leaders I collaborate with and look to them for support and advice. I feel reaching out to others is the quickest way to build bridges to future success."

Amyna Mohamed, Branch Manager, Randstad Staffing

"My W factor is my ability to make connections and to leverage these connections even years after they are initially made. I once had a client refer to me as "brain candy" - an amazing resource of ideas and connections! Being able to make those connections and introductions for others is very rewarding. I now understand the huge power of my ability to connect individuals and business leaders; this ability to facilitate and orchestrate partnerships is my W factor.

In the beginning, during the LinkedIn infancy, we all connected with our colleagues, past and present; it then stretched to our business partners and clients. As my role as a Talent Management expert elevated and took on more senior responsibilities, it gave me access to executive levels within organizations; this network has now grown to the C-suite, and to a global audience. This has allowed me to make many impactful introductions for people and has allowed them to explore even greater career opportunities for themselves. It has also lead to valuable partnerships within their organizations, prompting new and innovative relationships beyond what they ever imagined possible. To this day I receive notes from colleagues or clients I had the good fortune to work with a couple of decades ago - it really is a small world!

My access to the business community and to a network I highly value and appreciate is my W factor. What business do you want to be connected to - I likely have an in!!"

What do you think makes you unique as a female leader? What challenges did you overcome to be who you are today?

Please note: By submitting your video, you give Randstad permission to publish your comments on the Randstad.ca website or other social media platforms, in print marketing materials, videos or other promotional materials. Your personal information will not be disclosed.

Do you know where to find the talent that will drive your business and meet your company objectives?

Randstad Canada's National Demand Guide shows you where the greatest supply of skilled and experienced engineers and technology experts are in highest demand and where there is a greater supply of their skills and expertise. Here is a snapshot of the technologies demand in Toronto from July to September 2015.

If you are planning to grow your team, this market insight will provide you with a good understanding of the markets across Canada. Find out more about what talent is hot, who’s hiring and where the most opportunities are.

Through our Women Shaping Business program, we want to provide you with valuable insights that you can use to assess the leadership of women in your organization, evaluate your own professional career growth plan, and inspire you to reach out, connect and keep the conversation going.

With this in mind, Randstad Canada’s Leadership team invites you to submit a burning question you have on career development, mentorship, leadership skills, or any other topic around women in business. Submit your question using the form here and a member of our Ask Our Leaders panel will provide insightful advice to help you manage your career.

What is your advice to newcomers in Alberta looking for jobs? What should they do to not to get demotivated from the current situation while managing their expenses.

Staying motivated in a down economy can be tough, and even more so for a newcomer. As difficult as it may seem, it’s important to stay positive and keep an optimistic outlook when job hunting. I recommend anyone looking for a job to be as active as possible, and keep an open mind when considering opportunities.

Networking is always a good way to stay active and get your name out there. Look for local employment groups or Professional Associations in your field of work, some of them have nights dedicated to job seekers. Some may even have mentorship programs that will help you meet successful people working in your chosen field. Job fairs are also a great way to see what’s out there and who’s hiring. As a newcomer, there may also be community organizations that offer job search or resume assistance. Stay active on social media like LinkedIn and don’t be afraid to let everyone know you are looking.

When looking for work in your field, whether you’re new to the area or to the working world itself, keep an open mind. I speak to many people who are focused solely on the perfect job, a specific title, or even company. They limit their own opportunities by narrowing their idea of what they can accept. I’m not saying it doesn’t pay to have standards or a lofty goal in your search, but consider opening your search in terms of geography, job titles, and even industry. Don’t be afraid to consider contract or consulting openings. Even if you’re looking for full-time, they may lead to a permanent opportunity down the road.

Consider volunteer opportunities in your desired companies, although they may be limited to students, it’s working asking. Volunteering with your local community organizations can also help your networking and keep you busy! For starters, look at what charities your target companies are supporting, they may be tied to or relevant to your industry and allow you to apply your skills in a meaningful way.

Lastly, look at school programs, whether it’s adding a new designation, or just updating your credentials, it could improve your profile and chances of edging out other applicants. Schools are also a great way to connect with employers!

If you keep at it, your efforts will be rewarded in time.

About our Leader

Shannon Young joined Randstad Canada in January 2012, starting as a Senior HR Business Partner, she was later promoted to Director, Human Resources in 2014. As an HR leader, she and her team are responsible for delivering a full range of HR programs across Canada, and developing employee programs that drive high performance and engagement.

Shannon has 15 years’ experience in human resources, including 10 years in leadership roles with multi-national companies. Prior to joining Randstad, Shannon spend almost 8 years with Staples Advantage Canada, leading the HR function for the largest region in Canada, employing effective people strategies that lead them to be named one of the 50 Best Workplaces in Canada by the Globe and Mail for three years. Rounding out her breadth of experience, she also spent two years in Sales Management with Staples.

Shannon holds a Bachelor of Arts Honors degree with a Major in Psychology, she completed the Human Resources Management Certificate at Sheridan College, and holds the CHRL designation.

Saadia Muzaffar is a tech entrepreneur passionate about connecting ideas, bridging people, and changing the ratio. She happily paid her dues in finance before crossing over to the not-for-profit sector to help support Canadian startups in the technology and innovation space. Saadia is part of the Global Team for Kauffman Foundation’s Startup Weekend, leads a Lean In Power Circle, and is part of ADC Canada’s Let’s Make the Industry 50/50 Initiative. Currently,Saadia is working with AudienceView. Connect with her on Twitter at @ThisTechGirl where she advocates for women’s leadership in the Canadian economy.

What are the benefits of mentorship?

So the great thing about mentorship is that in its essence it’s a very simple concept. It’s being able to look back and see where you had difficulty in your career and making sure that you can do something today to help people make their journeys are a little bit easier and their results a little bit better. Leadership is also so much of that, thinking of your contributions as more than just your career or your personhood and bringing more to the table than just a one dimensional advancement agenda. So it’s equal parts guiding and learning and both mentorship and leadership have that in common, which is why a lot of good mentors make really good leaders.

How do you choose a good mentor?

I think it’s important to remember that mentorship is a two way street. Even though your mentor might have seniority in terms of experience, anybody should go into that kind of relationship building thinking they can also provide value and give back. So picking a good mentor isn’t just scouting people who you think benefit you, you should also look at how you can lend some perspective, some time, and give back to them. And I think that’s what makes a really good mentor and mentee relationship.

What can organizations do to empower women?

I think organizations can make a huge difference in creating spaces where women can not only have access to great opportunities but be able to excel. The first thing that they can do is pay them equally and equitably. The second thing that they need to do is create a culture of transparency. And the third very important thing is to continuously work on this maddening and conscious bias. We all have it and we can be better at it.

What impact do women have on the economy and the growth of organizations? What do they bring to the table?

I like to think of what women bring to the table as what diversity would bring to the table. Any set up where there is a homogenous set of people who are making decisions, there tends to be groupthink. So women, just like other types of diverse representations of people, bring in resilience and empathy and collaboration. These are things that we have had to use a lot of because of how a lot of society has been structured, but these can also become our strengths. So I am not fond of saying that there’s a special sauce that women bring, but I do think that there are skill sets that we bring to the table that are usually not present. Just by virtue of the experiences that we’ve had.

Faith Tull, Senior Vice President of Human Resources at Randstad Canada, is a seasoned Human Resources professional with over 25 years of experience in the discipline. At Randstad Canada, she’s responsible for leading and directing the Human Resources team and contributing to the achievement of the organization’s short and long-term business objectives through the development of leading edge programs and services. Faith reviews and establishes HR business priorities on an ongoing basis to ensure results have a positive impact on internal and external clients, and continues to position Randstad as an employer of choice.

How do you grow influence in an organization?

You grow influence by bringing your voice to the table when it is asked for, so ensuring that you are bringing data and facts to back up the information you’re putting forward. Being great communicators, being transparent with your team, in this day and age employees are striving for information. They want to know where the company is going, how they’re going to get there. So be very open and transparent with your employees and be great communicators that are present with the business. Not being afraid to roll up your sleeves, get your hands dirty just to show that we’re all in this together.

When you’re ready to lead, how do you get noticed?

You get noticed by knowing your team, knowing your business partners, and knowing your sponsors. Be prepared to give them relevant information and feedback to show your value add to the business. So you get noticed by your successes and your track record and understanding what drives the business and what value they’re looking for so that you’re able to be that strategic business partner that we hear.